Hear the Thunder!

 

Can you hear it? A deep rumble in the distance resonates across the plane…

It’s the thunderous sound of the Oklahoma Thunder dashing across the basketball court in the NBA 2016 playoffs!

As a team that was transplanted from Seattle to Oklahoma City, the team and all of its supporters were faced with a huge organizational change. A new fan base, executives, players, and coaches had to strategically develop a plan to execute in the midst of change. They were challenged with these obstacles, but they have beautifully persevered.

As a long term support service provider, does this resonate with you?

Impending changes to reimbursement, quality measures, and workplace culture imply significant changes for the health and human services industry. What’s your game plan?

Download this article to see how the story of the Oklahoma Thunder can inspire industry leaders such as yourself to condition your agency for the upcoming season!

You can access the article here: Hear the Thunder!

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For Want of A Nail Video

Watch this short video to learn how you can nail the selection process for direct support staff!

HR Best Practices Video

If you have been hiring direct support staff for long, you have most likely hired and trained employees who interviewed and tested as a good fit only to have them fail. When selecting for direct support staff, organizations neglecting HR best practices could be setting themselves up for potential disasters. How you go about selecting, interviewing, and hiring potential candidates for direct support staff positions makes a huge difference in the outcomes you will get for you and your organization.

In this video you will learn:

  • – Small HR mistakes that can cost your organization big losses
  • – What HR best practices you should focus on
  • – What your current hiring process might be costing you
  • – The most important ingredient for improving outcomes when hiring direct support staff

 

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5 Key Ways To Reduce Caregiver Turnover

Finding and keeping top performing caregivers is challenging. Current demand is not being met and industry turnover is high. Complicating matters, US demographics indicate consumer demand will increase 37% over the next ten years while the labor pool will only grow 7%. 1 

High turnover drives up workers comp premiums and unemployment insurance rates and costs. Hiring ineffective caregivers increases incident reports and liability insurance premiums. Turnover also increases overtime and training costs. Here are 5 key ways to reduce turnover:

  1. Use an objective pre-screening tool to identify those likely to succeed.
  2. Identify those key traits common with successful caregivers.
  3. Hire the right person the first time.
  4. Match the caregiver with the right client.
  5. Continue to apply all HR best practices.

 

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The pre-screening tool has the ability to prioritize applicants through an objective, research based method. This results in HR saving many hours of staff time otherwise spent reviewing hundreds of resumés and interviewing.

Also, by concentrating on applicants with the highest probability of success you can fill open positions faster and save thousands of dollars on unnecessary drug and background checks.

By improving retention you can drive down costs for workman’s comp insurance, unemployment insurance rates and costs, liability insurance premiums and all other direct costs of turnover. 

To learn how to recruit and keep top talent, download the full article here: 5 Key Ways To Reduce Caregiver Turnover.

1HHS Report to Congress 2006

 

Direct Support Staff Turnover Reduced – Case Study

It’s no secret that labor costs are a major concern in health care, and one of the best ways to manage costs is to make smart hires–especially for direct support staff

Hiring the right direct support staff and putting them in the right positions not only increases the quality of patient care, it can also significantly reduce turnover, one of the biggest drivers of labor costs in the industry.

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Turnover puts strain on human resources departments. It chips at morale and increases unemployment expenses.  More importantly, turnover among direct support staff has a negative impact on the quality of support consumers receive. 

But how can an organization ensure that the right people are hired to do the right jobs–especially when turnover rates for certain positions are as high as 70 percent? The answer is information.

Knowing with precision how likely a person is to succeed is a powerful tool for any organization. That’s why it’s important to use a data-driven, real-world tested survey to identify candidates who have both the right skills and personality traits to succeed in the positions that deliver direct care to consumers. 

Using data to increase the likelihood of success among direct care professionals is a proven technique that has helped many health care organizations reduce turnover, save money on labor costs and deliver exceptional support.

In 2011, Mur-Ci Homes had a 52 percent turnover rate. After switching to a hiring system based on data and analytics, the rate was reduced to 27 percent the following year. 

During the same period, an organization called Reach reduced its turnover rate from 74 percent to 28 percent. CCN cut its turnover rate among direct support staff by 31 percent (from 61 percent turnover to 30 percent), Quest reduced turnover from 39 percent to 18 percent. And, perhaps most impressive of all is TFS, which has a whopping 78 percent turnover rate in 2011 but by changing its hiring practices, got it down to 33 percent in less than a year. 

These are real, quantifiable results. Each of these organizations invested in a proven hiring technique for direct support staff and realized tangible savings (as well as improved customer care) in about one year’s time. 

There’s nothing more important than delivering quality care, and one of the best ways to do that is to put the right people in the right positions.

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